UK | Privacy Policy & Practice Archive

One Motion Logistics Ltd acknowledges the fact that child labour occurs in many countries. However, One Motion Logistics Ltd does not accept child labour, and works actively against it. The complexity of the child labour issue requires a consistent, long-term effort to create sustainable and broad-based solutions in order to reach our goal; that no products delivered to One Motion Logistics Ltd are produced by child labour.

One Motion Logistics Ltd respects different cultures and values in countries where One Motion Logistics Ltd operates and sources its products, but does not compromise on the basic requirements regarding the Rights of the Child.

One Motion Logistics Ltd Child Labour Policy has been established in order to make One Motion Logistics Ltd position clear to suppliers and their co-workers, as well as any other parties. The requirements in this code of conduct are mandatory to all suppliers and their subcontractors.

1. General Principle

One Motion Logistics Ltd does not accept child labour.

One Motion Logistics Ltd supports the United Nations (U.N.) Convention on the Rights of the Child (1989).

One Motion Logistics Ltd child labour policy is based on this Convention, which stipulates:

• “All actions concerning the child shall take full account of his or her best interests.” Article 3.
• “The right of the child to be protected from economic exploitation and from performing any work that is likely to be hazardous or to interfere with the child’s education, or to be harmful to the child’s health or physical, mental, spiritual, moral or social development”. Article 32.1.

In addition, this policy is based on the International Labour Organisation (ILO) Minimum Age Convention no. 138 (1973). According to this convention, the word “Child” is defined as any person below fifteen (15) years of age, unless local minimum age law stipulates a higher age for work or mandatory schooling, in which case the higher age would apply. If, however, the local minimum working age is set at fourteen (14) years of age in accordance with exceptions for developing countries, the lower age will apply.

This Policy also incorporates the ILO Convention on the Worst Forms of Child Labour no. 182 (1999).

2. Implementation

All actions to avoid child labour shall be implemented by taking the child’s best interests into account One Motion Logistics Ltd requires that all suppliers shall recognise the U.N. Convention on the Rights of the Child, and that the suppliers comply with all relevant national and international laws, regulations and provisions applicable in the country of production.

Suppliers are obliged to take the appropriate measures to ensure that no child labour occurs at suppliers’ and their sub-contractors’ places of production.

If child labour is found in any place of production One Motion Logistics Ltd will require the supplier to implement a corrective action plan. If corrective action is not implemented within the agreed time-frame, or if repeated violations occur, One Motion Logistics Ltd will terminate all business with the supplier concerned. The corrective action plan shall take the child’s best interests into consideration, i.e. family and social situation and level of education. Care shall be taken not merely to move child labour from one

Supplier’s workplace to another, but to enable more viable and sustainable alternatives for the child’s development.

The supplier shall effectively communicate to all its sub-contractors, as well as to its own co-workers, the content of One Motion Logistics Ltd Child Labour Policy, and ensure that all measures required are implemented accordingly.

3. Young Workers

One Motion Logistics Ltd supports the legal employment of young workers.

Young workers of legal working age have, until the age of 18, the right to be protected from any type of employment or work which, by its nature or the circumstances in which it is carried out, is likely to jeopardise their health, safety or morals.

One Motion Logistics Ltd therefore requires all its suppliers to ensure that young workers are treated according to the law; this includes measures to avoid hazardous jobs, night shifts and ensure minimum wages. Limits for working hours and overtime should be set with special consideration to the workers’ young age.

4. Labour force register

The supplier shall maintain documentation for every worker verifying the worker’s date of birth. In countries where such official documents are not available, the supplier must use appropriate assessment methods as per local practice and law.

5. Monitoring

All suppliers are obliged to keep One Motion Logistics Ltd informed at all times about all places of production (including their subcontractors). Any undisclosed production centres found would constitute a violation of this code of conduct.

Through the General Purchasing Conditions for the supply of services One Motion Logistics Ltd, One Motion Logistics Ltd has reserved the right to make unannounced visits at any time to all places where services are provided (including their subcontractors). One Motion Logistics Ltd furthermore reserves the right to assign, at its sole discretion, an independent third party to conduct inspections in order to ensure compliance with One Motion Logistics Ltd Remediation[1]

If child labour is found in the supply chains of One Motion Logistics Ltd it will seek to work in partnership with the supplier and appropriately qualified organisations to develop a responsible solution that is in the best long-term interests of the children. The supplier and One Motion Logistics Ltd will agree a corrective action plan, which may comprise the following actions:

• Collate a list of all potential child labourers and young workers 
• Seek advice and help from a recognised local non-governmental organisation that deals with child labour or the welfare of children[2]
• Develop a remediation plan that secures the children’s education and protects their economic well-being, in consultation with One Motion Logistics Ltd and where possible a local NGO, and in consultation with and respecting the views of the child
• Explain the legal requirements and restrictions on working ages to the children and assure them that, if they wish, they will be employed when they reach working age
• Understand the children’s desires and explore the opportunities for them to re-enter education. 
• Whether the child contributes to the livelihoods of their family or they are self-dependent, his or her wage should continue be paid until they reach working age, or until an alternative long-term solution has been agreed with the child and their family (for example employment of an unemployed adult family member in place of the child labourer). 
• Ensure that the child worker has adequate accommodation and living conditions. 
• Document all actions
• Develop processes to prevent recurrence
• Do not:

o   Expel any of the suspected or confirmed child labourers and/or young workers

o   Threaten the children or their families or hamper the progress of investigation and remediation

o   Conceal or falsify any documentatio

Such actions will be considered by One Motion Logistics Ltd as evidence that the supplier is not committed to child labour remediation, in breach of this Child Labour Policy.

 

[1] For further information on remediation see Impactt Operational Procedures for Remediation of Child Labour in Industrial contexts http://www.impacttlimited.com/wp-content/uploads/2012/01/Impactt_Operational-Procedures-for-Remediation-of-Child-Labour-in-Industrial-contexts1.pdf

[2] Save the Children (http://www.savethechildren.net/)  has produced guidance on how to carry out interviews with child workers, and has contacts with local NGOs, with local knowledge and expertise in child labour issues, in many sourcing countries.

1.

. General Principle.

One Motion Logistics Ltd is dedicated to encouraging a supportive and inclusive culture amongst the whole of its workforce.

It is within our best interest to promote diversity and eliminate discrimination in the workplace.

Our aim is to ensure that all employees, contractors, job applicants or persons engaged in any way by One Motion Logistics are given equal opportunity and that our organisation is representative of all sections of society.

2. Who is covered by this policy?

This policy applies to all persons engaged by One Motion at all levels including employees, management, agency and casual workers, and independent contractors or any other person or persons associated with us (including third parties), or any of our subsidiaries or their employees.

We hold all business or individuals engaged by One Motion to the same standards as we hold ourselves and expect any such business or individual to therefore comply with this policy

3. What is Discrimination?

Discrimination means treating a person unfairly because of who they are or because they possess certain characteristics. If you have been treated differently from other people only because of who you are or because you possess certain characteristics, you may have been discriminated against.

Descrimination may include being treated unfairly or differently due to one of the following: 

• Age
• Gender
• Race
• Ethnicity 
• Colour
• Nationality or National Origin 
• Disability
• Religion
• Pregnancy and maternity
• Sexual orientation
• Gender reassignment
• Marriage and civil partnership status
• Political Preference

Discrimination that occurs because of one or more of the above characteristics is unlawful under the Equality Act. Considering every person has at least some of these characteristics such as age, race or gender, the Act protects every person from being discriminated against.

4.Our Aim 

To ensure that each individual employed by or engaged by One Motion Logistics Ltd in any context shall be respected and valued and able to give his or her best as a result.

This policy reinforces our commitment to providing equality and fairness to all and not provide less favourable facilities or treatment on the grounds of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, ethnic origin, colour, nationality, national origin, religion or belief, or sex and sexual orientation.

We are opposed to all forms of unlawful and unfair discrimination. All employees & contractors engaged by One Motion no matter whether they are part-time, full-time, permanent or temporary will be treated fairly and with respect.

When selecting candidates for contracts, employment, promotion, training, or any other benefit, it will be on the basis of their aptitude and ability. All persons will be given help and encouragement to develop their full potential and utilise their unique talents. Therefore, the skills and resources of our organisation will be fully utilised and we will maximise the efficiency of our whole workforce.

5. Our Commitments

• To create an environment in which individual differences and the contributions of all team members are recognised and valued. 
• To create a working environment that promotes dignity and respect for every person engaged by One Motion Logistics Ltd
• To not tolerate any form of intimidation, bullying, or harassment, and to discipline those that breach this policy. 
•  To make training, development, and progression opportunities available to all persons.

• To promote equality in the workplace, which One Motion Logistics Ltd believes is good management practice and makes sound business sense.
• To encourage anyone who feels they have been subject to discrimination to raise their concerns so we can apply corrective measures.
• To encourage employees & contractors to treat everyone with dignity and respect.
• To regularly review all our practices and procedures so that fairness is maintained at all times.

6. Breaches of policy 

Breaches of this anti discrimination are not tolerated in our business or workplace and all persons are required to treat each other, along with our customers, clients, suppliers, visitors, & customers of our clients with dignity and respect.

Breaches of this policy by employees of One Motion Logistics Ltd will be dealt with in accordance with our disciplinary procedure and cases of descrimination may amount to gross misconduct resulting in dismissal, termination of any active contract or withdrawal of any offer of contract or employment.

A breach of this policy by any contractor, agent, business or their personnel will result in immediate termination of any agreement or contract for services currently in place. 

Any person who may make complaints or who participates in good faith in any investigation must not suffer any form of retaliation or victimisation as a result. However, making a false allegation deliberately and in bad faith will be treated as misconduct and dealt with as per the above. 

Anyone found to have retaliated against or victimised someone in this way where applicable will be subject to disciplinary action under our disciplinary procedure or subject to the immediate termination of the contract for services. 

If you believe you are being discriminated against you may wish to raise the problem informally with the person responsible. Explain the situation and how it has made you feel. It can be helpful to describe the event so the other person is clear about your concerns. Use the opportunity to ask the person to change or stop their behaviour. 

Alternatively you may speak to your manager who can provide confidential advice and assistance in resolving the issue formally or informally. 

If you do not feel that informal steps are appropriate, or they have been unsuccessful, you should raise the matter formally under our grievance procedure and all complaints will be investigated in accordance with our grievance procedure If we consider that there is sufficient evidence to suggest you have been harassed or bullied we will consider the appropriate action to take.

If the person accused is an employee, this may include invoking our disciplinary procedure. Whether or not your complaint is upheld, we will consider how best to manage any ongoing working relationship between you and the person concerned.

We will inform all persons employed by or engaged by One Motion Logistics Ltd in the provision of providing services that an equality and diversity policy is in operation and that they are obligated to comply with its requirements and promote fairness in the workplace.

The policy will also be drawn to the attention of funding agencies, stakeholders, customers, learners, and job applicants.

This equality and diversity policy is fully supported by senior management and has been agreed with trade unions and/or employee representatives where applicable. 

 Our policy will be monitored and reviewed annually to ensure that equality and diversity is continually promoted in the workplace.

•  General Principle

One Motion Logistics Ltd is committed to providing a working environment free from bullying and harassment.

We aim to ensure that all persons, business’ and their personnel employed by, engaged by or associated with One Motion Logistics Ltd are treated, and treat others with dignity and respect.

This policy covers bullying or harassment, which occurs at work and out of the workplace, including on work trips or at work-related events or social functions.

2. Who is covered by this policy?

This policy applies to all persons engaged by One Motion at all levels including employees, management, agency and casual workers, and independent contractors or any other person or persons associated with us (including third parties), or any of our subsidiaries or their employees.

3. What is harassment?

Harassment is any unwanted conduct that has the purpose or effect of violating a person’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for them.

A single incident can amount to harassment. A person may be harassed even if they were not the intended “target”. Harassment also includes treating someone less favourably because they have submitted or refused to submit to such behaviour in the past.

It is unlawful under the Equality Act 2010 to harass a person because of their age, disability, gender reassignment, marital or civil partner status, pregnancy or maternity, race, colour, nationality, ethnic or national origin, religion or belief, sex or sexual orientation. It also includes conduct of a sexual nature (sexual harassment). Harassment is unacceptable even if it does not fall within any of these categories.

4. Examples of harassment include, but are not limited to:

• unwanted physical conduct including touching, pinching, pushing and grabbing;
• unwelcome sexual advances or suggestive behaviour;
• offensive emails, text messages or social media content or the display of offensive materials;
• unwanted jokes, banter, mocking, mimicking or belittling a person.

5. What is bullying?

Bullying is offensive, intimidating, malicious or insulting behaviour, an abuse or misuse of power through means that undermine, humiliate, denigrate or injure the recipient.

Bullying can include the use of personal strength or the power to coerce through fear or intimidation, not necessarily from someone in a position of authority.

Bullying may be physical, verbal or non-verbal. It can include conduct that is not face-to-face, including via text message, email and social media.

6. Examples of bullying in the workplace include:

• Physical or psychological threats;
• Overbearing and intimidating levels of supervision;
•  Inappropriate derogatory remarks about a person or their performance;
•  Shouting at staff;
•  Persistently picking on people in front of others or in private;
•  Blocking promotion and training opportunities;
•  Regularly and deliberately ignoring or excluding staff from work activities or work related social events;
•   Setting a person up to fail by overloading them with work or setting impossible deadlines;
•   Regularly making the same person the butt of jokes.

Legitimate and reasonable criticism of a staff member’s performance or behaviour, or reasonable management instructions, do not amount to bullying.

7. Breaches of Policy 

 Breaches of this Policy, Bullying and harassment are not tolerated in our workplace and all persons are required to treat each other, along with our customers, clients, suppliers, visitors, & customers of our clients with dignity and respect.

Serious cases of bullying or harassment may amount to gross misconduct resulting in dismissal, termination of any active contract or withdrawal of any offer of contract or employment.

Any person who may make complaints or who participates in good faith in any investigation must not suffer any form of retaliation or victimisation as a result. However, making a false allegation deliberately and in bad faith will be treated as misconduct and dealt with sin a similar fashion to a breech of the policy. 

Anyone found to have retaliated against or victimised someone in this way may be subject to disciplinary action under our disciplinary procedure, the termination of any contract for services or the withdrawal of any offer of employment or contract for services. 

If you believe you are being harassed or bullied, you may wish to raise the problem informally with the person responsible. Explain the situation and how it has made you feel. It can be helpful to describe the event so the other person is clear about your concerns. Use the opportunity to ask the person to change or stop their behaviour. Alternatively you may speak to your manager who can provide confidential advice and assistance in resolving the issue formally or informally. If you do not feel that informal steps are appropriate, or they have been unsuccessful, you should raise the matter formally under our grievance procedure and all complaints will be investigated in accordance with our grievance procedure If we consider that there is sufficient evidence to suggest you have been harassed or bullied we will consider the appropriate action to take.

If the person accused is an employee, this may include invoking our disciplinary procedure. Whether or not your complaint is upheld, we will consider how best to manage any ongoing working relationship between you and the person concerned.

• General Principle

 

One Motion Logistics is committed to conducting business in an ethical and honest manner, and is committed to implementing and enforcing systems that ensure bribery is prevented.

One Motion Logistics has zero-tolerance for bribery and corrupt activities. We are committed to acting professionally, fairly, and with integrity in all business dealings and relationships, wherever in the country we operate.

One Motion Logistics will constantly uphold all laws relating to anti-bribery and corruption in all the jurisdictions in which we operate. We are bound by the laws of the UK, including the Bribery Act 2010, in regards to our conduct both at home and abroad.

One Motion Logistics recognises that bribery and corruption are punishable by up to ten years of imprisonment and a fine. If our company is discovered to have taken part in corrupt activities, we may be subjected to an unlimited fine, be excluded from tendering

for public contracts, and face serious damage to our reputation. It is with this in mind that we commit to preventing bribery and corruption in our business, and take our legal responsibilities seriously.

 

2.     Who is covered by this policy 

This anti-bribery policy applies to all employees (whether temporary, fixed-term, or permanent), consultants, contractors, trainees, seconded staff, home workers, casual workers, agency staff, volunteers, interns, agents, sponsors, or any other person or persons associated with us (including third parties), or any of our subsidiaries or their employees,

no matter where they are located (within or outside of the UK). The policy also applies to Officers, Trustees, Board, and/or Committee members at any level.

In the context of this policy, third-party refers to any individual or organisation our company meets and works with. It refers to actual and potential clients, customers, suppliers, distributors, business contacts, agents, advisers, and government and public bodies – this includes their advisors, representatives and officials, politicians, and public Parties.

Any arrangements our company makes with a third party is subject to clear contractual terms, including specific provisions that require the third party to comply with minimum standards and procedures relating to anti-bribery and corruption.

 

3.       Definition of bribery

Bribery refers to the act of offering, giving, promising, asking, agreeing, receiving, accepting, or soliciting something of value or of an advantage so to induce or influence an action or decision.

A bribe refers to any inducement, reward, or object/item of value offered to another individual in order to gain commercial, contractual, regulatory, or personal advantage.

Bribery is not limited to the act of offering a bribe. If an individual is on the receiving end of a bribe and they accept it, they are also breaking the law.

Bribery is illegal. Employees must not engage in any form of bribery, whether it be directly, passively (as described above), or through a third party (such as an agent or distributor). They must not bribe a foreign public official anywhere in the world. They must not accept bribes in any degree and if they are uncertain about whether something is a bribe or a gift or act of hospitality, they must seek further advice from the company’s compliance manager.

 

4.     What is and what is NOT acceptable

This section of the policy refers to 4 areas:

• Gifts and hospitality.
• Facilitation payments.
• Political contributions.
• Charitable contributions.

 

Gifts and hospitality

One Motion Logistics accepts normal and appropriate gestures of hospitality and

goodwill (whether given to/received from third parties) so long as the giving or receiving of

gifts meets the following requirements:

• It is not made with the intention of influencing the party to whom it is being given, to obtain or reward the retention of a business or a business advantage, or as an explicit or implicit exchange for favours or benefits.

•  It is not made with the suggestion that a return favour is expected.
• It is in compliance with local law.
• It is given in the name of the company, not in an individual’s name.
• It does not include cash or a cash equivalent (e.g. a voucher or gift certificate).
• It is appropriate for the circumstances (e.g. giving small gifts around Christmas or as a small thank you to a company for helping with a large project upon completion).
• It is of an appropriate type and value and given at an appropriate time, taking into account the reason for the gift.
• It is given/received openly, not secretly.
• It is not selectively given to a key, influential person, clearly with the intention of directly influencing them.
• It is not above a certain excessive value, as pre-determined by the company’s compliance manager (usually in excess of £100).
• It is not offer to, or accepted from, a government official or representative or politician or political party, without the prior approval of the company’s compliance manager.

 

Where it is inappropriate to decline the offer of a gift (i.e. when meeting with an individual of a certain religion/culture who may take offence), the gift may be accepted so long as it is declared to the compliance manager, who will assess the circumstances.

One Motion Logistics recognises that the practice of giving and receiving business gifts varies between countries, regions, cultures, and religions, so definitions of what is acceptable and not acceptable will inevitably differ for each.

As good practice, gifts given and received should always be disclosed to the compliance manager. Gifts from suppliers should always be disclosed.

The intention behind a gift being given/received should always be considered. If there is any uncertainty, the advice of the compliance manager should be sought.

 

Facilitation Payments and Kickbacks

One Motion Logistics does not accept and will not make any form of facilitation payments of any nature. We recognise that facilitation payments are a form of bribery that involves expediting or facilitating the performance of a public official for a routine

governmental action. We recognise that they tend to be made by low level officials with the intention of securing or speeding up the performance of a certain duty or action.

One Motion Logistics does not allow kickbacks to be made or accepted. We recognise that kickbacks are typically made in exchange for a business favour or advantage.

One Motion Logistics recognises that, despite our strict policy on facilitation payments and kickbacks, employees may face a situation where avoiding a facilitation payment or kickback may put their/their family’s personal security at risk. Under these

circumstances, the following steps must be taken:

• Keep any amount to the minimum.
• Ask for a receipt, detailing the amount and reason for the payment.
• Create a record concerning the payment.
• Report this incident to your line manager

 

Political Contributions

One Motion Logistics will not make donations, whether in cash, kind, or by any other means, to support any political parties or candidates. We recognise this may be perceived as an attempt to gain an improper business advantage.

 

Charitable Contributions

One Motion Logistics accepts (and indeed encourages) the act of donating to charities – whether through services, knowledge, time, or direct financial contributions (cash or otherwise) – and agrees to disclose all charitable contributions it makes.

Employees must be careful to ensure that charitable contributions are not used to facilitate and conceal acts of bribery.

 We will ensure that all charitable donations made are legal and ethical under local laws and practices, and that donations are not offered/made without the approval of the compliance manager.

 

5.       Responsibilities

As an employee or contractor ofOne Motion Logistics , you must ensure that you read, understand, and comply with the information contained within this policy, and with any training or other anti-bribery and corruption information you are given.

All employees and those under our control are equally responsible for the prevention, detection, and reporting of bribery and other forms of corruption. They are required to avoid any activities that could lead to, or imply, a breach of this anti-bribery policy.

If you have reason to believe or suspect that an instance of bribery or corruption has occurred or will occur in the future that breaches this policy, you must notify the compliance manager.

If any employee breaches this policy, they will face disciplinary action and could face dismissal for gross misconduct.One Motion Logistics has the right to terminate a contractual relationship with a contractor if they breach this anti-bribery policy.

 

6.     What happens if I need to raise a concern?

This section of the policy covers 3 areas:

• How to raise a concern.
• What to do if you are a victim of bribery or corruption.
• Protection.

 

How to raise a concern

If you suspect that there is an instance of bribery or corrupt activities occurring in relation toOne Motion Logistics , you are encouraged to raise your concerns at as early a stage as possible. If you’re uncertain about whether a certain action or behaviour can be considered bribery or corruption, you should speak to your line manager, the compliance manager, the director, or the Head of Governance and Legal.

One Motion Logistics will familiarise all employees with its whistleblowing procedures so employees can vocalise their concerns swiftly and confidentially.

 

What to do if you are a victim of bribery or corruption

You must tell your compliance manager as soon as possible if you are offered a bribe by

anyone, if you are asked to make one, if you suspect that you may be bribed or asked to

make a bribe in the near future, or if you have reason to believe that you are a victim of

another corrupt activity.

 

Protection

If you refuse to accept or offer a bribe or you report a concern relating to potential act(s) of bribery or corruption,One Motion Logistics understands that you may feel worried about potential repercussions.One Motion Logistics will support anyone who raises concerns in good faith under this policy, even if investigation finds that they were mistaken.

One Motion Logistics will ensure that no one suffers any detrimental treatment as a result of refusing to accept or offer a bribe or other corrupt activities or because they reported a concern relating to potential act(s) of bribery or corruption.

Detrimental treatment refers to dismissal, disciplinary action, treats, or unfavourable treatment in relation to the concern the individual raised.

If you have reason to believe you’ve been subjected to unjust treatment as a result of a concern or refusal to accept a bribe, you should inform your line manager or the compliance manager immediately.

 

7.     Training and communication

One Motion Logistics will provide training on this policy as part of the induction process for all new employees. Employees will also receive regular, relevant training on how to adhere to this policy, and will be asked annually to formally accept that they will comply with this policy.

One Motion Logistics ’s anti-bribery and corruption policy and zero-tolerance attitude will be clearly communicated to all suppliers, contractors, business partners, and any third-parties at the outset of business relations, and as appropriate thereafter.

One Motion Logistics will provide relevant anti-bribery and corruption training to employees etc. where we feel their knowledge of how to comply with the Bribery Act needs to be enhanced. As good practice, all businesses should provide their employees with

anti-bribery training where there is a potential risk of facing bribery or corruption during work activities.

 

8.       Record keeping

One Motion Logistics will keep detailed and accurate financial records, and will have appropriate internal controls in place to act as evidence for all payments made. We will declare and keep a written record of the amount and reason for hospitality or gifts accepted and given, and understand that gifts and acts of hospitality are subject to managerial review.

 

9.       Monitoring and reviewing

One Motion Logistics ‘ compliance manager is responsible for monitoring the effectiveness of this policy and will review the implementation of it on a regular basis. They will assess its suitability, adequacy, and effectiveness.

Internal control systems and procedures designed to prevent bribery and corruption are subject to regular audits to ensure that they are effective in practice.

Any need for improvements will be applied as soon as possible. Employees are encouraged to offer their feedback on this policy if they have any suggestions for how it may be improved. Feedback of this nature should be addressed to the compliance manager.

This policy does not form part of an employee’s contract of employment andOne Motion Logistics may amend it at any time so to improve its effectiveness at combatting bribery and corruption.

 

1.  General Principle
   

One Motion Logistics understands and agrees that any attempt on the part of any employee or contractor to One Motion Logistics to induce other employees or contractors to leave the Employer’s employ, or any effort to interfere with One Motion Logistics relationship with its other employees and contractors would be harmful and damaging. 

One Motion Logistics also understands and agrees that any attempt by any employee or contractor to One Motion Logistics to induce other employees or contractors of any other business or company to leave the employ or contract of that business to join One Motion Logistics Ltd would be harmful and damaging and does not represent sound business ethics which are at the principle of One Motion Logistics company ethos. 

       2.    Who is covered by this policy?

This policy applies to all persons engaged by One Motion at all levels including employees, management, agency and casual workers, and independent contractors or any other person or persons associated with us (including third parties), or any of our subsidiaries or their employees.

        3.    Responsibilities 

All employees and contractors too One Motion Logistics Ltd agree that for the duration of any contract held with One Motion Logistics Ltd and for a period of two (2) years after the end of that term, the Employee or contractor  will not in any way, directly or indirectly:

• Induce or attempt to induce any employee or contractor of One Motion Logistics to quit employment or retainer or otherwise terminate any contract or agreement surrounding the rendering or supply of services held with the One Motion Logistics.
• Otherwise interfere with or disrupt One Motion Logistics Ltd relationship with its employees and contractors;
• Discuss employment opportunities or provide information about competitive employment to any of Oner Motion Logistics employees or contractors; or
• Solicit, entice, or hire away any employee or contractor of One motion Logistics for the purpose of an employment opportunity that is in competition with One Motion Logistics. 

All employees and contractors too One Motion Logistics Ltd also agree that in the interests of sound business ethics they shall not for the duration of any contract or agreement in place between that individual or business and One Motion Logistics, directly or indirectly: 

• Induce or attempt to induce any employee or contractor of a business who operate within the same client contract as One Motion Logistics to quit employment or retainer or otherwise terminate any contract or agreement surrounding the rendering or supply of services held with that business with the intention of seeking contract or employ with One Motion Logistics Ltd
• Otherwise interfere with or disrupt the relationship of any business with its employees and contractors

    4.      Breaches of policy 

Breaches of the terms of this policy by any employee of, or contractor to One Motion Logistics Ltd shall not be tolerated. 

Any breach of this policy shall be dealt with in line with our disciplinary procedure and may result in the termination of any employment for gross misconduct or termination of any agreement held for the supply of services. 

 

•   General Principle

 

One Motion Logistics is dedicated to the safety & wellbeing of its Employee’s, subcontractors, customers and members of the public as well as the safety and wellbeing of any employees, contractors or third parties associated with any clients of One Motion Logistics or any other individual or business’ who may engage with One Motion Logistics in any context therefore we require all persons and business whom wish to work, provide services or engage with One Motion Logistics to at all times act responsibly, observe best practice and be aware of their individual responsibilities under both UK law & this policy. 

One Motion Logistics aims to further support its employees and contractors in achieving a satisfactory work/life balance by where possible providing flexibility in leave and working arrangements which in addition to meeting statutory requirement , seeks to effectively balance individual circumstances with current business needs of One Motion Logistics 

 

2.     Who is covered by this policy?

This policy consist of the following individual sections which covers those persons engaged by One Motion in the capacity detailed by the section: 

• Employee’s working hours
• Sub-contractors working hours
• Driving hours

 

3.     Employee’s

Working Hours

All One Motion Logistics Ltd employees have a minimum working week of  40 hours over seven days, from Sunday to Saturday, excluding lunch breaks, and subject to working time regulations (detailed below), are required to work such additional hours as may be reasonable and necessary for the effective and efficient performance of their responsibilities. 

 

Working Time Regulations

The Working Time Regulations (WTR) limit the hours an employee may work to an average of 48 hours per week over a rolling 17 week period. One Motion Logistics recognises that occasionally work pressures may result in an employee voluntarily working more than 48 hours in any given week. However, employees and managers are expected to manage the employee’s workload and to ensure that the limit of 48 hours per week is not consistently exceeded. 

 

Overtime working

Overtime working occurs when any employee (whether full time, part time or seasonal) is required to work in excess of their normal contracted hours. 

Line managers will seek to ensure that the need to work overtime is kept to a minimum by planning workloads according to the resources available, and by supporting individuals to manage their own workloads and time effectively. 

For employees who work on an annualised hours’ contract, there must be agreement between the employee and line manager before any additional hours are worked, to determine whether these form part of the employee’s annualised hours, or constitute ‘overtime’. 

Most staff are eligible for recompense if they are required to work overtime. Recompensing eligible staff for working overtime will either be through the use of TOIL or paid overtime.

 

Leave/Holiday

All full-time employees are entitled to 30 working days’ paid annual leave for a complete year in employment, and should make every effort to use their full entitlement in each annual leave year. Annual leave will be calculated on a pro rata basis for:  employees who work part-time (based on the hours and/or number of days they work); and fixed-term employees (based on the length of their contract). 

All leave for employees who work part time or full time compressed hours will be calculated, recorded and booked in hours. 

 

The leave year runs as per the calendar year (Jan – Dec) and employees may take up to 2 consecutive weeks’ annual leave at any time in the leave year, subject to operational requirements and management approval. 

Employees must have all annual leave approved by their line manager before they take the leave and should give as much notice as possible. Each annual leave request will be considered carefully on its merit but the line manager must consider operational requirements before approving a request. 

Employees are advised not to not make holiday arrangements until they have had their leave requests approved. 

 

When an employee leaves One Motion Logistics employment, they are expected to take any outstanding annual leave before their departure. If this is not possible due to operational requirements, any excess days owed to them may be paid in lieu, with the agreement of their line manager. If the employee has taken too many days’ annual leave in relation to their accrued entitlement at the time of departure, One Motion Logistics will deduct pay for the number of days taken in excess. 

 

Special Leave

The provision of special leave with pay is intended to enable employees to take time off work for personal commitments that are not covered by maternity, parental or other family leave. 

The employee may supplement special leave with annual leave, subject to management authorisation. For information regarding time off for dependents (unpaid leave) see the Family Leave Policy. 

Special leave applications will be considered in the same way as other leave requests, with due regard to operational requirements and business needs. 

The forms of special leave detailed in this procedure are: 

• care and compassionate leave;  
• court attendance (including jury service);  
• public service leave;  
• investiture/honours and attendance at royal garden parties. 

 

Care and compassionate leave

Bereavement Up to 5 days special leave with pay may be allowed on the death of a close relative, spouse or partner. The application should be made to the line manager, who will consider the length of compassionate leave to be approved, taking account of factors such as:  the relationship of the deceased to the employee;  whether the employee has a practical role to play (for example organising the funeral or settling affairs);  how far the employee has to travel for the funeral. 

Care purposes Special leave with pay should only normally be awarded for care purposes where:  a near relative is gravely ill; or  an employee is advised to stay with a child or close relative when they are admitted to hospital.

Special leave with pay should not be granted to cover instances where members of an employee’s household, particularly young children, suffer from common ailments. Employees are expected to use annual leave to cover such contingencies. 

 

Jury service and other court attendance 

Special leave with pay will be authorised for an employee who has been summoned for jury service. However, in exceptional cases, One Motion Logistics may ask an employee to defer their jury service due to essential operational requirements.  Employees who are required to attend court in an official capacity (such as appearing as a witness) will be regarded as being on official duty and will receive their usual pay and any travelling and subsistence allowances. 

Employees who are required to attend court in any other private capacity will usually be required to take annual leave or special leave without pay to cover their absence. 

In all matters of court attendance, employees:  must inform their line manager as soon as they have received a notification of court attendance;  must keep in contact with their line manager to update them on the duration of their absence;  may claim travel and subsistence allowance if on official duty. If such allowances are received from the court or if they claim loss of earnings, they must reimburse One Motion Logistics for the amount received from the court. 

 

Public service leave  

One Motion Logistics  wishes to support employees who carry out public service duties and may grant a reasonable special leave for duties such as magisterial duties (as Justice of the Peace), governor of an educational institution, members of a statutory tribunal, police authority or board of prison visitors. 

Each application will be considered on a case-by-case basis to determine whether the leave can be authorised and whether it should be paid or unpaid. Factors taken into account in such decisions will include:  the length of special leave requested;  time the employee has already had off, including special leave, annual leave and sickness absence;  operational requirements and business needs. 

 

Investiture, honours and attendance at royal garden parties 

Employees will be granted paid special leave to attend an Investiture to receive an award or to attend a royal garden party. Employees must notify their line manager as soon as they become aware of the award or invitation.

 

4.   Sub-contractors

For the purpose of this policy a sub-contractor is any individual who is not an employee of One Motion Logistics but a business providing services to One Motion under the terms of a contract or subcontractor agreement or any member of personnel of a business supplying services under any such agreement. 

One Motions accepts that any person or business supplying services to One Motion as a subcontractor is entirely responsible for the management of his/her own working hours or the management of the working hours of the personnel providing the service. Any subcontractor supplying services to One Motion must ensure that sufficient resources are maintained to ensure that no persons exceeds the limits set under the working time regulations and that sufficient records are kept and presented to One Motion Logistics upon request in order that it may be confirmed that the subcontractor or business complies with their responsibility with regards to working and driving hours regulations. 

 

5.   Driving

As part of its ongoing commitment to the safety & wellbeing of Employees, subcontractors, the employees & customers of it’s clients along with members of the public One Motion Logistics Ltd requires all Employee’s, subcontractors or personell of subcontractors to ensure that they are at all times aware of their responsibilities and abide by the GB domestic drivers hours rules. 

In line with these rules all employee’s and  subcontractor must ensure that neither they nor any single member of their personnel:

• Drive for a period of more than 10 hours per day in providing o,f or rendering of services to One Motion Logistics Ltd.
• No single individual shall remain “on duty” for a period of more than 11 hours per day in the providing of or rendering of services to One Motion Logistics Ltd.
• Each individual must take a break of at least 30 minutes after a continuous period of 5 hours 30 minutes of driving or a total of 45 minutes in breaks in any period of 8 hours 30 minutes of driving
• Each individual must observe a rest period of at least 10 hours from the time of the last duty to the time of the first duty on the next working day, although this may be reduced to 8.5 hours 3 times per week.
• Each individual must observe at least one rest period of 24 hours every 2 weeks.
• Each individual must  keep an accurate record of driving hours undertaken in the providing of or rendering of services to One Motion Logistics Ltd including details of daily breaks taken and that upon request these records be presented to One Motion Logistics Ltd to allow One Motion Logistics Ltd to verify compliance with the GB domestic drivers hours rules.

 

Further information on the GB domestic drivers hours rules can be found at www.gov.uk/drivers-hours/gb-domestic-rules.

 

6.     Pay policy 

All payments to both employees and subcontractors shall be made as per the terms agreed within either the employee contract or subcontractor agreement in place between the employee or contractor and One Motion Logistics Ltd at the time at which the services were rendered. 

 

7.     Breaches of policy 

Any failure by the employee, individual, business or personnel to adhere to the GB domestic drivers hours rules or maintain sufficient records to allow One Motion Logistics Ltd to verify that the individual has observed his or her responsibilities under these rules may be considered a material breach of any contract or employment, subcontractor agreement or contract for services on the basis that such actions would constitute a serious breach of health & safety policy.

1.     General principle

One Motion Logistics Ltd continually strives to conduct our business activities in a way which will achieve the highest possible standard of health and safety for our employees, contractors, clients and members of the public. As the core of our business is based around road based transport we recognise that we can contribute to a safe, healthy and productive work environment by adopting a zero tolerance policy on the use of alcohol & illegal drugs in the workplace, preventing drug and alcohol problems, by raising awareness, by identifying problems at the earliest stage and by offering support to those who have a problem. 

Our policy is designed to ensure that no person under the influence of illegal drugs or alcohol does supply or render services to One Motion nor operate a vehicle on behalf of One Motion. 

2.     Who is covered by this policy?

This policy applies to all of our employees as well as subcontractors (including agency and self-employed), consultants and employees of other organisations when working on our sites and premises or the sites and premises of our clients on our behalf.  

3. Employee/Contractor On-Boarding Screening

Before any individual may supply or render any services to One Motion Logistics Ltd in any context either as an employee, subcontractor or personnel of a subcontractor a  Drug & Alcohol screening test must be performed and a negative sample provided. 

4. Random Screening 

Whilst contracting to or under the employ of One Motion Logistics Ltd there shall be a continued requirement for each individual to agree to undertake random drug & alcohol screening tests for the purpose of verifying compliance with this policy when requested by either a representative of One Motion Logistics Ltd or a representative of our client at whos premises the services are being rendered or supplied. 

5. Testing process

All screening tests undertaken by any individual in line with this policy shall be conducted at the expense of One Motion by a suitably qualified & authorised independent Toxicologist on behalf of the third party appointed by either One Motion Logistics Ltd or a client of One Motion Logistics Ltd to conduct such screening tests. 

Results of all screening tests shall be available to the donor once they are made available to One Motion Logistics Ltd. 

6. Non-Negative result

Should the result of any screening test undertaken be ‘Non-Negative’ any employee shall be immediately suspended from any duties pending an investigation in line with our disciplinary procedure. 

Should the result of any screening test undertaken be ‘Non-Negative’ any contractor will be required to reimburse One Motion Logistics Ltd for the cost of the screening test and any agreement or contract for services immediately terminated.

7. Right to appeal 

The donor shall have the right to appeal where in the situation that the onsite testing equipment may be defective; samples

will then be sent to an approved Laboratory. Further costs/penalties may be incurred subject to result.

• General Principle

One Motion Logistics Ltd takes health and safety issues seriously and is committed to protecting the health and safety of its staff, its contractors and all those affected by its business activities or attending its premises. This policy is intended to help achieve this by clarifying who is responsible for health and safety matters and what those responsibilities are. 

2.     Who is covered by this policy 

This policy applies to all staff, contractors, agents or persons rendering services to One Motion Logistics Ltd, with the specific elements of the policy and responsibilities herein for different parties detailed within the policy

3.       Our Responsibilities

One Motion Logistics Ltd accepts it has a duty of care to at all time do its utmost ensure the health and safety of its staff, its clients, staff of its clients, its contractors, any person affected by the activities of its business and the general public. One Motion Logistics accepts that as a minimum it is responsible for:

• Taking reasonable steps to safeguard the Health and Safety of its staff, contractors, people affected by its business activities and any persons visiting its premises;
• Identifying health and safety risks and taking steps to manage or overcome them;
• Providing a safe & healthy place of work for staff at its premises or place of business including during an emergency situation;
• Providing adequate information, instruction & training to enable all staff or contractors to carry out their tasks safely to avoid hazards, unnecessary risks and contribute positively to their own health and safety at work.
• Where appropriate provide adequate health and safety training relevant to the role or task. 
• Promote effective communication & consultation between One Motion logistics Ltd and its staff or contractors concerning health and safety matters 
• Regularly monitor and review the management of Health and Safety at work, make any necessary changes and bring those to the attention of those who would be affected by these changes. 

 

The overall responsibility for Health and Safety matters has been appointed to Liam Abdullah, who is responsible for day to day health and safety matters. 

 

4.   Your Responsibilities

Staff, employees or anyone engaged by One Motion Logistics Ltd accept that they must take reasonable care over there own health & safety and that of others who may be affected by their acts or omissions and as a minimum are expected to:

 

• Co-operate with One Motion Logistics Ltd to enable general compliance with Health and Safety duties and requirements. 
• Keep health and safety issues at the fore-front of their minds and take personal responsibility for their actions and any health and safety implications arising from their actions or omissions; 
• Comply with any health and safety instructions or rules in place at the location at which they are working including instructions on the safe use of equipment.  
• When working at a location other than One Motion Logistics premises familiarise themselves with any site specific health and safety requirements and with the person who is responsible for health and safety at that location or premises. 
• Report all health and safety concerns to the person responsible for health and safety at that location promptly including any potential hazard, risk or malfunction of equipment however minor or trivial it may seem.
• Promptly report any accident, incident or near miss regardless of whether any person or persons are injured to the person responsible for health and safety at that location or a similar suitable individual.

 

Any contractors or third parties providing services to One Motion Logistics Ltd whether as an individual or business also accepts that they have a responsibility to ensure they and their staff or representatives take responsibility for their actions and any health and safety implications arising from the providing of services to One Motion Logistics Ltd. 

One Motion Logistics Ltd expects all such contractors or business to: 

 

• Co-operate at all times with One Motion Logistics Ltd and its staff to enable general compliance with Health and Safety duties and requirements. 
• At all times provide and ensure that their personnel are in possession of any personal protective equipment (PPE) required for the safe completion of the specific task they are undertaking. Although this requirement may vary based on location at all times the minimum PPE required will be: 

• High Visibility vest or jacket
• Safety footwear

Take personal responsibility for their actions and any health and safety implications arising from their actions and  omissions or that of their staff or personnel. 

At all times comply with any health and safety instructions or rules in place at the location at which they or their personnel are providing services including instructions on the safe use of equipment and any site specific safety policies. 

Familiarise themselves with any site specific health and safety requirements and with the person who is responsible for health and safety at that location as this may not be an employee of One Motion. 

Report all health and safety concerns to the person responsible for health and safety at that location promptly including any potential hazard, risk or malfunction of equipment however minor or trivial it may seem.

Promptly report any accident, incident or near miss regardless of whether any person or persons are injured to the person responsible for health and safety at that location or a similar suitable individual.

Undertake at their own expense any training course or similar educational programme which may be required by One Motion Logistics or its clients in order for the contractor, business or its personal to familiarise themselves with a specific task and the health and safety implications of such task including the correct and safe use of any equipment associated with this task.

 

5.     Risk assessments  

A risk assessment is the careful examination of what in the workplace could cause harm to a person or person. One Motion will continually assess any risks to its staff, contractors, clients or any person affected by its business activities arising from the day to day task or duties of its staff & contractors and if necessary introduce measures, practices or process to control and mitigate these risks and where practicable provide suitable training or educational support to its staff or contractors to accompany any such changes. 

 

6.     Manual Handling 

One Motion Logistics Ltd will where practicable avoid the need for manual handling however it accepts that the nature of its business is such that a degree of manual handling is unavoidable within some tasks allocated to its employees or contractors therefor where applicable suitable guidance or training on manual handling (for example lifting or carrying heavy objects) will be provided by One Motion Logistics Ltd. 

 

7.     Subcontractors

One Motion Logistics Ltd engages with a number of subcontractors in the day to day activities of its business and accepts that it has a duty of care to the subcontractor to ensure all reasonable precautions are taken to reduce any risk to the subcontractor business or its personnel in the providing of services to One Motion Logistics Ltd. 

When a subcontractor or its personnel are proving a service to One Motion Logistics Ltd at a location neither owned nor operated by One Motion Logistics Ltd we shall ensure that information regarding the person or persons responsible for health and safety at the location at which the services are to be provided is available and communicated to the subcontractor and in the event that the location requires the completion of a site induction or familiarisation programme or course One Motion Logistics Ltd shall ensure that the subcontractor attends such course or training programme prior to the providing of services. 

The subcontractor accepts that as an independent business providing services to One Motion Logistics there is a responsibility to ensure the health and safety of its personnel, staff of One Motion Logistics Ltd, its clients and any persons affected by the activities of its business. One Motion Logistics Ltd expects the subcontractor or business to as a minimum: 

• Be an experienced provider of the services and therefore understand any risks associated and to its utmost to minimise these risks.
• At all times act in good faith and not in contrary to One Motion Logistics Ltd health and safety policy or where applicable that of its clients. 
• Where applicable, complete at its expense any training or educational programme in regard to health and safety required by either One Motion Logistics Ltd or its clients prior to the providing of services
• Complete its own suitable risk assessment, in addition to any completed by One Motion Logistic Ltd  for any task required of the subcontractor where either One Motion Logistics, its clients or the subcontractor identify a risk to any persons associated with the task or the public. 
• In the event of an accident, incident or dangerous occurrence involving the subcontractor promptly report any such incident to the local One Motion Logistics Ltd representative and to submit a RIDDOR report as required by law.

7.     Breaches of Policy 

Any employee, contractor, business or its personnel who fails to comply with this policy shall where applicable be subject to disciplinary action as outlined in the employee contract and/or any contract for services currently in operation may be immediately terminated.

 

 

• General Principle

 

One Motion Logistics Ltd are committed to ensuring that both our company fleet and those vehicles owned and operated by our employees, contractors or agents are as safe as possible. This policy is to ensure that ’s vehicle safety equipment requirements are documented and managed in a consistent way in order to improve our WRRR (work related road risk) safety record. Ensuring the most appropriate safety equipment is fitted to all vehicles is the joint responsibility of senior management, operations, drivers and owners of vehicles used to render services to One Motion Logistics Ltd. 

The driver of each vehicle plays a key role in providing feedback to ensure the most appropriate equipment is fitted and that any defects are reported as soon as they occur.

 

2.     Who is covered by this policy 

This policy applies to all staff, contractors, agents or persons rendering services to One Motion Logistics responsible for any aspect of the procurement, fitment, maintenance and use of a vehicle and its safety equipment.

 

3.       Our Responsibilities

One Motion Logistics Ltd will endeavour to ensure that any person whom utilises a road vehicle in any context in the rendering of services to One Motion shall: 

• Hold and continue to hold a valid driving license covering as a minimum the class of vehicle being used, where applicable this shall be verified via periodical checks (of no more than 6 months) of the drivers licence status using the online check service provided by the DVLA in the UK. 
• Has no greater amount that 6 (six) penalty points displayed on their driving licence. 
• Is trained in the use of any safety or additional equipment fitted to the vehicle prior to first using the vehicle. 
• Understands the process for checking the vehicle safety equipment. 
• Understands the process of the daily vehicle walk round check 
• Understands the process for reporting any defects to the vehicle or its equipment. 

 

We shall also ensure that any vehicle owned by One Motion Logistics Ltd and issued to any party for the purposes or the providing of a service to One Motion Logistics Ltd in any context shall if not fitted to the vehicle as standard equipment by the manufacturer contain as a minimum the following safety equipment: 

• 5KG fire extinguisher 
• First Aid Kit 
• Safety/Warning Triangle 
• High Visibility Jacket
• Emergency Torch/Light

 

     4..       Your Responsibilities

As a person using a road vehicle in which services are rendered to One Motion, regardless of vehicle ownership you understand your responsibility to ensure the vehicle is fitted with as a minimum the following safety equipment:

• 5KG fire extinguisher 
• First Aid Kit 
• Safety/Warning Triangle 
• High Visibility Jacket
• Emergency Torch/Light

In the event the vehicle does not contain any of this equipment or you are aware of a defect with the equipment you understand this must be reported to the vehicles owner/Operator immediately and any missing or defective equipment must be replaced within 48 hours of the report of the defect or missing equipment. 

 

5.     Vehicle Security 

The security of any vehicle used to render a service to One Motion Logistics and the vehicles contents contents are paramount and you therefore understand that there is a requirement to at all times ensure the vehicle is locked when unattended and that a security key chain or similar key retaining device must be used at all times whilst servicers are rendered. 

You also understand and agree that although vehicle security is paramount this should not come before the safety and security of any driver, user, or passenger of the vehicle nor any member of the public.

 

1.     General principle

As the core of One Motion Logistics business is that of road transport One Motion accepts that although we will endeavour to make best efforts to educate those persons operating vehicles for or on behalf of One Motion Logistics in best practices including defensive driving techniques, in the course of this business vehicles driven by employees of or subcontractors to One Motion Logistics Ltd are statistically more likely to be involved in a road traffic accident or incident than other vehicle on the road therefore all persons whom are required or wish to operate a road vehicle in the supplying of or rendering of services to One Motion Logistics Ltd is required to read, understand and familiarise themselves with our on road accident reporting procedure to ensure that in the event of an accident or incident they are aware of their responsibilities to both One Motion Logistics, other road users & members of the public. 

 

2.     Who is covered by this policy?

Any person who operates a road motor vehicle including car, van, commercial vehicle or motorbike in providing or rendering of services to One Motion in any context whatsoever. 

 

3. If you are involved in an accident

In the event you are involved in a road traffic accident or collision your first obligation is to the safety & wellbeing of yourself and those around you. If you feel it is necessary or you feel any person or persons is injured, in danger or there is a possibility of injury you must call 999 immediately and request the assistance of the relevant emergency services. 

 

Once you have established that no parties are injured and that there is no further risk of injury or danger you must do the following: 

• Do not admit or speculate as to blame for the accident or incident with any third party involved
• Record the details of any third parties involved directly in the accident or incident, as a minimum these details should include where applicable:

• Full name 
• Home address 
• Daytime telephone number 
• Evening telephone number
• Vehicle make 
• Vehicle model 
• Vehicle Registration number 

 

• Take photographs of all vehicles involved in the accident or incident, the orad layout surrounding the accident along with any road furniture or property damaged as a result of the accident. 
• Provide any third parties with all reasonably requested details, where any details are not available at the time of the accident provide the third party with correct contact information to obtain these details. 
• Record the following details of any witness to the accident or incident: 

• Full name 
• Home address
• Daytime telephone number

 

4. Reporting an accident

Wherever possible all road traffic accidents or incidents should be verbally reported as soon as possible to our dedicated telephone number which is 07939288149. 

Full details of the accident along with the information recorded relating to the accident or incident should be submitted via our online accident report form found at www.onemotion.co.uk. In the event access to the online report form is not available details should be recorded on a paper copy of the report form which is enclosed within all One Motion supplied vehicles and this form handed to a member of One Motion Logistics Ltd management as soon as possible. 

 

5. Following an accident 

Following any road traffic accident or incident please do not attempt to contact any third party or witness involved in the incident. Should you receive any contact from these parties please direct their enquiry directly to One Motion Logistics Ltd staff. 

Under no circumstances should you accept, discuss or engage in discussions regarding payment, compensation or remuneration in relation to damages, losses or injury sustained too, from or by any third party involved in the accident. Please report any such contact to One Motion Logistics Ltd senior staff immediately.

 

 

1.     General principle

One Motion Logistics understands that the nature of some of the tasks that are asked of its employees, staff, contractors or agents can be physically demanding and in order to carry out and complete these tasks without risk of injury or illness a degree of physical fitness is required of the persons carrying out the tasks. 

One Motion Logistics does its utmost to continually monitor, control and reduce risks in the working environment and understands that should a Female who is carrying out physically demanding tasks either for or on behalf of One Motion Logistics Ltd fall pregnant this may present an increased risk of injury or illness outside of the normal scope of risk assessed by One Motion Logistics Ltd and as such special provisions may be necessary for these individuals to allow them to continue to render a service to One Motion Logistics throughout this time. 

 

2.     Who is covered by this policy?

This policy aims to cover provisions for new or expectant mothers who are providing services to One Motion Logistics Ltd. 

A new or expectant Mother is defined as a woman who is currently pregnant, has given birth within the last 6 months or who is currently breastfeeding. 

 

3.     Our Aim 

In order to allow new or expectant mothers to continue to provide a service to One Motion Logistics Ltd whilst remaining safe from harm within the work place One Motion Logistics will endeavour to conduct a regular review of any risks posed to an expectant or new mother by the tasks she is carrying out and where possible introduce control measures to mitigate these risks. 

This will include: 

• Conduct a regular meeting with any expectant mother at periods of no more than 4 weeks to allow any concerns or suggestions to be voiced. 
• Conduct a regular risk assessment alongside the expectant mother throughout the pregnancy and upon her return to work postpartum. 
• Liaise directly with our clients or customers to request any special provisions which may be required or necessary at the location at which the expectant mother is currently based. 
• Where possible offer an alternative working schedule or task to the expectant mother where this may result in a lower risk to the wellbeing or health of the expectant mother
• Identify any risk specific to expectant mothers and where possible take appropriate action to remove or reduce the risk.

 

1.     General principle

One Motion Logistics Ltd is an equal opportunities business and seeks to engage with persons from all walks of life. As such we do not tolerate any form of descrimination, bullying or favoritism based on a person’s religion, sexulaity or any disability. 

Similarly One Motion Logistics Ltd will endeavour where possible to make provisions for its staff, agents or contractors to ensure they are able to continue to render a service to One Motion Logistics where their personal circumstances may prevent them from providing the services in the way or at the time which they would normally be provided. 

 

2.     Who is covered by this policy?

Any person rendering a service to One Motion Logistics Ltd as an employee, independent contractor or agent. 

 

3.     Our Aim 

Our aim is to where possible engage with and make provisions for all persons who may require an adjustment to there regular working availability or the ability to complete there normal tasks as a result of: 

 

• The need to observe a religious service or period.
• An ongoing illness, health concern or disability whether new or pre existing. 
• Becoming pregnant or recently giving birth. 

 

Any individual who feels they may need to discuss special provisions as a result of any change or ongoing personal circumstances even if they are not listed within this policy are asked to in the first instance discuss matters with there local One Motion Logistics representative or point of contact as soon as possible who will then advise of next steps and where they are unable to make sufficient provisions they will ensure your request or requirements are heard by senior One Motion Logistics Ltd management.  

 

• General principle

 

One Motion Logistics recognizes that its operations rely heavily on the use of information technology (IT) assets and that the ongoing need to replace these assets requires that the disposal of obsolete, surplus or redundant IT assets must be carried out according to the law and where practicable in an environmentally sustainable way and in compliance with the data protection act. 

 

• What is covered by this policy?

 

IT or ITC equipment used by the company and thus covered by this policy may comprise of:

• Computers (desktop or laptop) 
• Telephones, both mobile & landline
• Tablets
• Digital storage devices
• Televisions, Monitors or projectors
• Printers & Scanners
• Servers
• Fax Machines

Along with any accessories or equipment directly associated with any of the above. 

 

One Motion recognises that the disposal of such equipment may become an issue because: 

• Equipment may contain sensitive data or information that must be protected.
• Equipment may represent an asset value.
• Equipment may be reused or recycled
• Equipment must be disposed of safely and according to the law. 

 

• Our Responsibilities

 

We at One Motion Logistics feel we have a responsibility to ensure that were possible any equipment or assets no longer used by the business shall be disposed of in an environmentally sustainable way. Thus any equipment which it is deemed still usable, serviceable or recyclable shall where possible be donated to a registered charity whom shall either repurpose or recycle the equipment in order to benefit those less fortunate. 

At present the charities to which assets are to be donated are: 

• The Turing Trust
• WEEE Charity 

 

Prior to the donation or disposal of any asset One Motion shall ensure that any asset with the potential to store sensitive data shall have this data securely deleted and all data deemed unreadable or unrecoverable therefor we shall ensure that all of the organisations to whom we shall donate any assets shall have in place a data destruction policy which complies with current UK law & the data protection act 2018 as a minimum. 

 

In the event that an asset containing sensitive data cannot be securely wiped or all data deleted the asset or equipment shall be physically destroyed as per our waste disposal statement detailed below. 

 

• Waste Disposal

 

In the event that an asset is considered unsuitable for donation we at One Motion Logistics shall ensure that we are responsible for all equipment being appropriately wiped where possible and that its disposal and destruction is handled in compliance with its requirements under the Waste Electronic equipment and electrical equipment directive (WEEE).

Broken or damaged assets considered unsuitable for donation shall therefor be disposed of through the electrical waste stream at a municipal site or via the manufacturer or equivalent electrical supplier. 

Computer monitors. Printers, Scanners, Fax machines and other IT equipment may be defined as hazardous waste therefore must never be disposed of through general waste routes. 

 

 

• New Start training 

 

Prior to the providing or rendering of any services to One Motion Logistics Ltd all employees, subcontractors or agents shall be required to complete a basic One Motion training programme to ensure they are familiar with and capable of completing the tasks required of them in a safe, competent and professional manor and also understand the ethos of our company. 

 

The specific training programme you will be required to undertake will vary depending on the role or responsibility you are given however your training may consist of but not be limited to one or more of the following: 

 

• Written Examination or quiz
• On road vehicle driving assessment 
• Written road safety quiz or examination 
• Manual handling assessment
• Site specific induction
• General site safety course

 

When services are also rendered at a location owned or operated by a client of One Motion or any third party you may also be required to undertake site specific safety training with the client of One Motion or any authorised third party tasked with providing this training. 

 

• On-Going development 

 

The nature of the services rendered may mean that from time to time it becomes necessary for One Motion to request that you take part in or undertake a new or refresher training programme to ensure you remain up to date with the latest developments and are always aware of your responsibilities. 

As a minimum we require all active employees & contractors to undertake a basic training refresher in line with their role after each period of no longer than 6 months. 

 

• Site or location specific training

 

Due to the nature of One Motion Logistics business the tasks carried out by employees, subcontractors or agents shall be varied and shall take place at a number of different locations which are owned and operated by clients of One Motion Logistics Ltd. Due to the varying nature of both these locations and the tasks which must be carried out at these locations you shall from time to time be asked and agree to where necessary undertake a site specific training course or session conducted by either One Motion Logistics Ltd or a suitably trained and authorised representative of One Motion Logistics client. This shall include but not be limited too: 

 

• Site specific induction 
• Site specific risk assessment
• Hazard perception test or quiz
• Manual handling training

 

You agree to where necessary undertake or take part in any required training as dictated by either One Motion Logistics Ltd or its clients in order for you to be granted initial access to the location of our client and also ongoing or refresher training in order to maintain access to these locations. 

 

Copies of any individuals training records held by One Motion Logistics Ltd are available to view upon request. 

 

This declaration applies to all employees and self-employed service contractors working and/or being utilised by One Motion Logistics Ltd for and on behalf of any third party.

Candidate On-Boarding Process

Before any Delivery Associate can complete the onboarding process and attend an induction; A Drug & Alcohol screening test must be carried out and a negative sample provided. 

Should the result be ‘Non-Negative’ One Motion Logistics requires immediate reimbursement for the cost of the testing process provided by Alere Toxicology as invoiced to One Motion Logistics Ltd at the time of testing. 

Random Screening test

Whilst contracting for, on behalf of or too One Motion Logistics Ltd there shall be a requirement to undergo random Drug & Alcohol screening tests upon request either by One Motion Logistics Ltd or a client of One Motion Logistics Ltd. 

Should the candidate provide a ‘Non-Negative’ sample, upon notification to One Motion Logistics Ltd of the supply of this non-negative sample he/she will with immediate effect, be removed from site, withdrawn from any One Motion Logistics and/or its clients operational contracts and any rehire eligibility shall be revoked. 

Any contractor account or payments shall be suspended to evaluate liabilities owed to One Motion as a result of a non negative sample and the contractor accepts that they have failed to observe any notice period required by One Motion Logistics Ltd and the terms of any Termination agreement in place shall be immediately enforced.

 

Should the result be ‘Non-Negative’ One Motion Logistics requires reimbursement for the cost of the testing process provided by Alere Toxicology.

The DA/donor shall have the right to appeal where in the situation that the onsite testing equipment may be defective; samples will then be sent to an approved Laboratory. Further costs/penalties may be incurred subject to result.

1M D&A Testing Policy v1.028 Date: December 2016

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This is a legal agreement.

If a provision of this agreement is held invalid under any applicable law, such invalidity will not affect any other provision of this agreement that can be given effect without the invalid provision. Further, all terms and conditions of this agreement will be deemed enforceable to the fullest extent permissible under applicable law, and, when necessary, the court is requested to reform any and all terms or conditions to give them such effect.

One Motion Logistics Ltd is relying upon your promise to comply strictly with this agreement. Any violation of this agreement may cause substantial and irreparable harm to One Motion Logistics Ltd. Accordingly, without limiting any other available remedies, this agreement is specifically enforceable by One Motion logistics Ltd.

Any failure by One Motion Logistics Ltd to enforce your strict performance of any provision of this agreement will not constitute a waiver of One Motion Logistics Ltd.’s right to subsequently enforce such provision or any other provision of this agreement.

I understand and agree to abide by the promises I make in this agreement to protect One Motion Logistics Ltd’s Confidential Information. I agree that my promises also apply for the benefit of other One Motion companies.

 

Signature:

 

During the course of your work/time at One Motion Logistics Ltd “(One Motion” and “us”), you will be invited to visit our premises and our clients’ premises, where you may receive information relating to One Motion Logistics Ltd or our client that is not known to the general public and is confidential and important to us. We call this our “Confidential Information”.

Our Confidential Information includes, among other things, The way that we work

The layout of our premises

The technology that we use including computers and machinery

That goods that we stock and the way that they are stored

The people we work and interact with

The people and companies who deliver to us and collect from us

Any details about our customers, including their names, addresses, what they buy or anything to do with their finances

Anything to do with advertising or marketing plans

Anything that you hear

Our Confidential Information is very important to our business. It is vital to us that it does not become known to other companies. We will take all legal steps necessary to protect our Confidential Information.

You must agree to the following commitments;

1. You will not disclose our Confidential Information to anyone or any company.
2. You will use our Confidential Information only to make up your mind about working with us.
3. You will notify us immediately if you discover that our Confidential Information has been disclosed, however it happens.
4. All our Confidential Information will remain our property.
5. You will not trade stocks or shares based on our Confidential Information.
6. You will return any materials containing our Confidential Information to us if we ask you to.
7. You also agree that you will not disclose information to us that is confidential to you or anyone else.
8. You will not disclose any financial information with any company or individual whether associated or not with One Motion and/or our clients.

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   This is a legal agreement.

   If a provision of this agreement is held invalid under any applicable law, such invalidity will not affect any other provision of this agreement that can be given effect without the invalid provision. Further, all terms and conditions of this agreement will be deemed enforceable to the fullest extent permissible under applicable law, and, when necessary, the court is requested to reform any and all terms or conditions to give them such effect.

   One Motion Logistics Ltd is relying upon your promise to comply strictly with this agreement. Any violation of this agreement may cause substantial and irreparable harm to One Motion Logistics Ltd. Accordingly, without limiting any other available remedies, this agreement is specifically enforceable by One Motion logistics Ltd.

   Any failure by One Motion Logistics Ltd to enforce your strict performance of any provision of this agreement will not constitute a waiver of One Motion Logistics Ltd.’s right to subsequently enforce such provision or any other provision of this agreement.

   I understand and agree to abide by the promises I make in this agreement to protect One Motion Logistics Ltd’s Confidential Information. I agree that my promises also apply for the benefit of other One Motion companies.

    

   Signature:

 

In the providing of services to One Motion Logistics Ltd it may from time to time be necessary for One Motion Logistics Ltd to share personally identifiable information about you or your business with its clients to whom you may be placed.

Where applicable this may include:

 

• Your name & Address information.
• Your national insurance number.
• Your Unique taxpayer reference number.
• Your VAT registration number.
• Copies of invoices submitted by you or your business to One Motion Logistics Ltd.
• Results of any drug & alcohol screening test undertaken.
• Results of any criminal background check carried out. 
• The current status of your driving licence, as displayed by the DVLA online portal. 

One Motion Logistics Ltd requires that you the contractor agree that One Motion Logistics Ltd may at its absolute discretion share any of the above information with its clients in the interest of compliance with any policies or requirements placed on One Motion Logistics by its clients. 

One Motion Logistics Ltd shall not supply any of the above information to any third party other than those specified within this agreement for any purpose and all information shall be kept and stored in line with current GDPR & data protection regulations.

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This is a legal agreement.

If a provision of this agreement is held invalid under any applicable law, such invalidity will not affect any other provision of this agreement that can be given effect without the invalid provision. Further, all terms and conditions of this agreement will be deemed enforceable to the fullest extent permissible under applicable law, and, when necessary, the court is requested to reform any and all terms or conditions to give them such effect.

One Motion Logistics Ltd is relying upon your promise to comply strictly with this agreement. Any violation of this agreement may cause substantial and irreparable harm to One Motion Logistics Ltd. Accordingly, without limiting any other available remedies, this agreement is specifically enforceable by One Motion logistics Ltd.

Any failure by One Motion Logistics Ltd to enforce your strict performance of any provision of this agreement will not constitute a waiver of One Motion Logistics Ltd.’s right to subsequently enforce such provision or any other provision of this agreement.

I understand and agree to abide by the promises I make in this agreement to protect One Motion Logistics Ltd’s Confidential Information. I agree that my promises also apply for the benefit of other One Motion companies.

 

Signature: